How to Get a Great Rating on Glassdoor (Even After a Layoff)
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Learn more about how to get a great Glassdoor layoff even after a layoff in this Glassdoor webinar with RiseSmart.
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How to Get a Great Rating on Glassdoor (Even After a Layoff)
- 1. #Glassdoor #SmartTalkHR How to Manage Your Reputation on Glassdoor (Even After a Layoff)
- 2. #Glassdoor #SmartTalkHR Webinar Tips for Attendees • By default audio is broadcasted through your speakers and everyone is muted • If you do not have speakers or would like to call, in please do so by clicking on the phone icon with a question mark located on your dashboard • Questions will be addressed during the Q&A portion of the webinar. Please post all questions for our speaker in the Q&A box • The webinar is being recorded and will be available within 2-3 days with a copy of the slides
- 3. #Glassdoor #SmartTalkHR Featured SpeakerFeatured Speakers Lisa Holden Employer Communications Manager at Glassdoor lisa.holden@glassdoor.com Laurie Martin VP Strategy & Growth at RiseSmart email@risesmart.com
- 4. #Glassdoor #SmartTalkHR Agenda • Why Your Brand Matters • How to Manage Your Brand During a Layoff • Responding to Feedback • 5 Tips for Managing Your Reputation
- 5. #Glassdoor #SmartTalkHR Why Your Brand Matters
- 6. #Glassdoor #SmartTalkHR Why Word of Mouth Matters for Your Employer Brand hope their friends and families will see the complaints 75% 79% 70% of exiting employees would not recommend working for their employer of people trust online reviews over brand advertising
- 7. #Glassdoor #SmartTalkHR The secret to employer branding is not to convince people that you’re a good company, it’s to… be a good company
- 8. #Glassdoor #SmartTalkHR Internal Mobility Recognition Social Listening STAND OUT AS AN EMPLOYER OF CHOICE How to Influence Word of Mouth
- 9. #Glassdoor #SmartTalkHR YOU CAN BE A GOOD COMPANY DURING A LAYOFF— EVEN WITH IMPACTED EMPLOYEES But What About a Layoff?
- 10. #Glassdoor #SmartTalkHR How to Be a Good Company During a Layoff Communicate about the state of the business Prepare managers Support impacted employees
- 11. #Glassdoor #SmartTalkHR Responding to Feedback
- 12. #Glassdoor #SmartTalkHR Reviews on Glassdoor
- 13. #Glassdoor #SmartTalkHR Reviews Are Good for Business! of consumers trust reviews more when they see both good and bad reviews. 95%
- 14. #Glassdoor #SmartTalkHR Who Should Respond? Anyone at your company who is in a position to speak on your behalf. EXAMPLES: CEO, HR, PR OR MARKETING PROFESSIONALS
- 15. #Glassdoor #SmartTalkHR How Often Should I Respond? of job seekers find employer perspective useful when learning about jobs and companies 90% RESPOND PROMPTLY BUILDS TRUST WITH CANDIDATES
- 16. #Glassdoor #SmartTalkHR 5 Tips to Follow When Responding to Reviews
- 17. #Glassdoor #SmartTalkHR Tip No. 1: Be Professional
- 18. #Glassdoor #SmartTalkHR Responding to a Review Shows that You Care of consumers who experience a quick and effective brand response on social media are likely to recommend that brand to others. 71%
- 19. #Glassdoor #SmartTalkHR Tip No. 2: Say Thank You
- 20. #Glassdoor #SmartTalkHR of organizations suffer from a deficit in recognition according to a recent Bersin study. Saying Thank You Shows You Are Listening 83%
- 21. #Glassdoor #SmartTalkHR Tip No. 3: Address Specific Issues LOOK AT THE PROS AND CONS IN THE EMPLOYER CENTER
- 22. #Glassdoor #SmartTalkHR No One Is Perfect BAD REVIEWS PROVIDE THE OPPORTUNITY FOR AUTHENTICITY
- 23. #Glassdoor #SmartTalkHR Tip No. 4: Be Authentic
- 24. #Glassdoor #SmartTalkHR Set Expectations Up Front by Being Authentic of employees say new job realities differ from expectations set during the interview process. 61%
- 25. #Glassdoor #SmartTalkHR Tip No. 5: Utilize Reviews to Fix Problems
- 26. #Glassdoor #SmartTalkHR Benefits of Responding to Reviews Find out more about OpenCompany at employers.glassdoor.co.uk
Notas do Editor
- Danielle
- A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and I will be happy to answer them along the way.
- So, here’s what we’re going to go through. I’ll give you a quick overview of Glassdoor then talk you through how to get started on Glassdoor as an employer. A lot of people ask us who should respond to Glassdoor reviews, so I’ll give you some advice there And then, of course, some tips on responding to reviews Finally I’ll look at bad reviews and how to deal with them so that you can feel confident tackling these
- How to be a good company. I can discuss that a company’s goal is to do more than avoid negative social media. Their goal is to be a publicly acknowledged employer of choice and to achieve that goal, they must proactively foster goodwill and generate positive word of mouth about their brand. If your HR department and your company is focused on fostering a positive environment for your employees from the start, then you will be better equipped to handle the one-off negative posts that come your way.
- The trouble with “word of mouth” marketing is that you don’t have any control over it. People are going to talk about you whether or not you want them to. The best way to get people to say positive things about your place of employment is to be an employer worth talking about. Provide 2 best practices (internal mobility, recognition) Introduce Social Listening: benefits and tips to address negative social media (provide two examples, internal mobility and recognition (both peer and leadership) Laurie, might want to even talk about RiseSmart’s High Five! Program.
- A layoff doesn’t have to be a guarantee of negative social media or a bad Glassdoor review. If you don’t handle it properly, yes, then people will talk and you won’t like what you hear. BUT a layoff can actually be a fantastic opportunity to give people something positive to say, including impacted employees. Here’s how you can be a good company during a layoff.
- Discuss transparency, manager notification training, outplacement
- Intro to reviews on Glassdoor Use reviews to find out more information about your company and its reputation Rated out of 5 stars and the categories you see If you want more info we have a quick video to check out Consider this, your first impression for many of your potential candidates
- Job seekers spend more than five time as long on a site when they interact with bad reviews. They want complete information. They notice when there are no bad reviews and can become suspicious. They will assume that you are censoring feedback. Think about this – you are not losing job seekers by showing bad reviews – you’re steering them toward jobs and companies that won’t disappoint them. You also only need bad reviews in moderation or risk damaging your brand. Reevoo Insight Research 2013
- Anyone at your company who is in a position to speak on your behalf is an acceptable company representative. This may include your CEO, PR and Marketing professionals, or other employers responsible for managing your brand. Note: anyone within the company who responds to reviews as an employer representative will have their title appear next to that employer response.
- Don’t just start responding when you have bad press
- other candidates will be reading your response, and you are responding on behalf of your company. If you believe a poster was out of line -- others will often come to the same conclusion so use the opportunity to show what a gracious and understanding employer you are. I’d also like to add… when you believe the person writing the review is false advertising, telling lies, or accusing an employer of things that you did not do …. Its prudent to take a deep breath and even sleep on it for a night or two nights if needed! At Glassdoor, we take a neutral stance in all reviews (we do not act as the finder of fact), there could be false information posted by an angry employee. In these cases, it is best again to respond as professionally as possible while also refuting the post (with fact, not defensiveness.) These are the hardest ones for folks to reply to, so let’s talk about some other tips that might help.
- This is important because it means that just by responding, regardless of what you say, you’re changing the perception of over 2/3 of your audience.
- Tip #2 -- Saying thank you shows that you are listening and sets you up in a position to be gracious and professional . Case Study: Chipotle received a negative review and let’s break down how the company dealt with it. First, a thank you Then, Chipotle also recognized that Glassdoor reviews are anonymous, and offered an outlet for the employee to go to so Chipotle could address that particular issue the employee was having. This is Chipotle’s opportunity to show prospective talent how the organization handles problems. Here, the recruitment communications specialist, Jen, is showing how much she cares.
- 83% of organizations suffer from a deficit in recognition according to a recent Bersin study Action Plan: Engage with Employees Show that you’re listening and appreciate the input to make your company an enjoyable place to work The best approach is to thank your reviewers for providing feedback If you really do feel that the review includes inaccurate information or a false view of the company, you can flag the review to be re-reviewed by our content team
- It’s important to address issues and also show what your plan is to fix those cons mentioned.
- Nobody is perfect. Even negative reviews provide an employer with opportunity to show their authenticity and that they care about their employees. Consider this free advice to make your company better. By being receptive to the concerns, you give the reviewer a sense of ownership that they contributed to making your company better!
- Set Expectations up front by being authentic Don’t use staged responses Rather than perfection, today’s candidates want transparency and authenticity from employers. Employees don’t want to wind up with buyers remorse when the job doesn’t meet their expectations down the road.
- 61% of employees say new job realities differ from expectations set during the interview process. Be authentic. Sound like a human when you respond.
- Acknowledge the Positive Recognize the position Don’t only respond to the negative By only replying to negative reviews. You’re missing out on a large way to influence candidates by highlighting the positive